Dashboard: HR
The development and implementation of HR dashboards is gaining relevance in the structuring of balanced scorecards in companies.
The importance of data analytics in HR
In today's dynamic business world, characterised by innovation and intense competition, data-driven decisions become crucial. This is especially true in HR, a sector that can benefit greatly from detailed data analysis.
Key indicators in HR
Several basic indicators in HR need to be monitored in real time:
- Staff turnover: Understand turnover trends to identify problems in corporate culture and hiring practices.
- Absenteeism: Analyse the causes of absenteeism.
- Training: Assess the effectiveness of training programmes in the company.
- Wages: Detail the salary breakdown and examine compensation practices.
- Employee satisfaction: Measure regularly to prevent morale and productivity problems.
- Performance evaluation: Use surveys to get a comprehensive view of employees and their capabilities.
- Efficiency in the hiring process: Analyse the time and resources spent on each hire to reveal areas for improvement.
Obstacles in data analysis:
Lack of detailed real-time data analysis may be due to:
- Lack of tools and skills: Lack of appropriate tools or trained staff.
- Resistance to change: Cultural challenges in adopting data-driven approaches.
- Data integration: Difficulties in combining data from multiple sources.
The Role of Business Intelligence
The implementation of business intelligence tools, such as Power BI, can be instrumental in overcoming these obstacles. The use of Power BI in Human Resources makes it easier:
- Data visualisation and accessibility: Transforming raw data into interactive visualisations.
- Strategic decision making: Monitoring key indicators for informed decisions.
- Data integration: Combining information from various platforms into a single dashboard.
Data analytics in HR is not a passing trend, but a necessity in today's business world. Incorporating Power BI dashboards into HR is a fundamental shift from a reactive to a proactive approach to data-driven decision making. The real question is how to maximise the potential of these technologies to transform talent management.
